HR AI Skill

Recruitment Analytics

Analyze hiring funnel metrics, source effectiveness, time-to-hire, cost-per-hire, quality-of-hire, and diversity hiring data. Use when generating recruitment dashboards, identifying bottlenecks, optimizing sourcing channels, tracking recruiter performance,...

Recruitment Analytics

Measure and optimize the hiring process with data-driven insights.

Workflow

  1. Pull data from ATS, HRIS, and sourcing tools for the reporting period.
  2. Calculate core metrics: time-to-fill, time-to-hire, cost-per-hire, offer acceptance rate, quality-of-hire.
  3. Analyze funnel conversion rates at each stage: applied → screened → interviewed → offered → hired.
  4. Identify bottlenecks: stages with lowest conversion or longest average duration.
  5. Evaluate source effectiveness: which channels produce the best candidates at the lowest cost.
  6. Assess diversity metrics: applicant pool diversity vs. hired diversity at each stage.
  7. Generate dashboard and executive summary.
  8. Surface actionable recommendations based on trends and benchmarks.

Core Metrics Definitions

| Metric | Formula | Target | Benchmark (Tech) | |--------|---------|--------|-----------------| | Time-to-Fill | Days from requisition approval to offer acceptance | < 45 days | 36–52 days | | Time-to-Hire | Days from application to offer acceptance | < 30 days | 25–35 days | | Cost-per-Hire | (Internal costs + External costs) ÷ Total hires | Varies by role | $4,000–$9,000 | | Offer Acceptance Rate | Offers accepted ÷ Offers extended × 100 | > 85% | 80–90% | | Application-to-Offer Rate | Offers extended ÷ Applications received × 100 | 2–5% | 1–8% | | Quality-of-Hire | (Performance rating × 0.4) + (Retention × 0.3) + (Manager satisfaction × 0.3) | > 4.0/5.0 | 3.5–4.5 | | First-90-Day Attrition | New hires leaving within 90 days ÷ Total new hires × 100 | < 5% | 3–8% | | Source-of-Hire Effectiveness | Hires from source ÷ Cost from source | Maximize ratio | Varies |

Funnel Analysis

Stage Conversion Tracking

FUNNEL VIEW — Q1 2025
======================

Stage               Count    Conversion    Drop-off    Avg Duration
────────────────────────────────────────────────────────────────────
Applications         2,450    —            —           —
Resume Screen        890      36.3%        63.7%       2.1 days
Phone Screen         312      35.1%        64.9%       3.4 days
Technical Interview   145      46.5%       53.5%       5.2 days
Final Round           68      46.9%        53.1%       4.8 days
Offer Extended        42      61.8%        38.2%       2.1 days
Offer Accepted        35      83.3%        16.7%       5.2 days
Hired                 35      100%         —           —

Overall conversion: 1.43% (35 hired ÷ 2,450 applied)
Total time-to-hire: 22.8 days (median)

BOTTLENECK IDENTIFIED:
  → Resume screen: 63.7% drop-off is normal for volume roles
  → Phone screen: 64.9% drop-off — consider if screening criteria are too strict
  → Offer stage: 16.7% decline rate — investigate top decline reasons

Funnel Health Indicators

| Signal | Meaning | Action | |--------|---------|--------| | High application count, low screen rate | JD attracts wrong candidates | Rewrite JD, refine targeting | | Low application count | Role not visible or uncompetitive | Increase sourcing, review comp | | High interview-to-offer drop-off | Interview process too harsh or poorly calibrated | Review interviewer training, calibrate scoring | | Low offer acceptance rate | Comp uncompetitive or process too long | Benchmark comp, accelerate process | | High first-90-day attrition | Poor hiring quality or bad onboarding | Review screening rigor, audit onboarding |

Source Effectiveness Analysis

SOURCE EFFECTIVENESS — Q1 2025
==============================

Source            Applicants  Hires  Cost/Hire  Quality*  ROI Score
────────────────────────────────────────────────────────────────────
Employee Referral     312       8    $2,100     4.3/5    ★★★★★
LinkedIn              685       9    $4,800     3.8/5    ★★★★☆
Indeed                420       5    $3,200     3.5/5    ★★★☆☆
Company Career Site   390       6    $1,800     3.9/5    ★★★★☆
Direct Sourcing       180       4    $5,600     4.1/5    ★★★☆☆
Agency                45        2    $12,000    3.6/5    ★★☆☆☆
University           18         1    $3,500     4.0/5    ★★★☆☆
Diversity Boards      100       2    $2,800     3.7/5    ★★★☆☆

*Quality = avg performance rating of hires from source at 6-month review

RECOMMENDATION:
  → Increase employee referral incentive (highest ROI)
  → Reduce agency spend (lowest ROI, highest cost)
  → Maintain LinkedIn investment (volume + quality balance)
  → Test diversity board expansion (decent quality, room for scale)

Diversity Hiring Metrics

Track representation at each funnel stage:

DIVERSITY FUNNEL — Q1 2025
==========================

Stage             All    Women    Underrep.    LGBTQ+    Disability
────────────────────────────────────────────────────────────────────
Applications     2,450   42%      38%         8%        5%
Screened          890    40%      35%         7%        4%
Interviewed       312    38%      33%         6%        4%
Offered           42     36%      31%         5%        3%
Hired             35     37%      32%         5%        4%

WORKFORCE BASELINE (for comparison):
  Current workforce: Women 34%, Underrep. 28%, LGBTQ+ 6%, Disability 4%

ASSESSMENT:
  ✓ Hiring slightly above workforce baseline for women (+3%)
  ⚠ Underrepresented groups declining through funnel (-6% from apply to hire)
  ✓ LGBTQ+ and disability representation maintained
  → ACTION: Review screening rubric for implicit bias at phone screen stage

Recruiter Performance Metrics

RECRUITER LEADERBOARD — Q1 2025
================================

Recruiter      Hires  Time-to-Fill  Offer Accept  Quality     Revenue Impact
─────────────────────────────────────────────────────────────────────────────
Sarah M.        12     28 days      92%           4.2/5      $1.8M (sales hires)
James L.         9     35 days      85%           4.0/5      $920K (eng hires)
Priya K.        11     31 days      89%           4.1/5      $1.2M (mixed)
David R.         7     42 days      78%           3.7/5      $650K (eng hires)

NOTES:
  → Sarah: Top performer — consider expanding scope
  → David: Below target on time-to-fill and quality — recommend coaching session
  → All recruiters within acceptable range except David on quality metric

Reporting Cadence

| Report | Frequency | Audience | Format | |--------|-----------|----------|--------| | Weekly pipeline snapshot | Every Monday | Hiring managers, recruiters | Slack/Email summary | | Monthly hiring dashboard | 1st of month | HR leadership, department heads | Interactive dashboard | | Quarterly business review | End of quarter | Executive team, board | Presentation deck | | Annual hiring summary | End of year | Board, all-hands | Written report |

AI-Powered Recommendations

Surface these insights automatically:

Based on Q1 data, the system recommends:

1. ⚡ REDUCE TIME-TO-FILL FOR ENGINEERING ROLES
   Current: 38 days | Target: 30 days
   Action: Pre-screen candidates with automated skills assessments
   Impact estimate: -5 to -7 days per hire

2. 💰 OPTIMIZE SOURCING BUDGET
   Current agency spend: $24,000 (2 hires, $12K each)
   Action: Reallocate $15K to employee referral bonus program
   Impact estimate: 3-4 additional hires at $2.5K avg cost

3. 🎯 IMPROVE PHONE SCREEN CONVERSION
   Current drop-off: 64.9% at phone screen
   Action: Review screening rubric; calibrate recruiters on "pass" threshold
   Impact estimate: +10-15% conversion = 30-45 more candidates advancing

4. 📊 DIVERSITY INTERVENTION NEEDED
   Underrep. group drop-off: 38% → 32% through funnel
   Action: Implement blind resume screening for phone screen stage
   Impact estimate: +5-8% representation at offer stage

Integration Points

Edge Cases